07.17.23
HR Headliner: July 2023
HR Headliner
Cal/OSHA Chief Jeff Killip: “Our team is out in full force, conducting targeted high heat inspections with a focus on construction, agriculture, landscaping, and warehouse industries to ensure employers are complying with the law.”
*Data from the National Weather Service.
With July’s arrival, we can look forward to months of hot weather in the Central Valley. The temperatures are up, and they aren’t falling any time soon.
If you have employees that work outdoors, you are subject to 8 CCR § 3395, Cal/OSHA’s outdoor heat illness prevention standard. This regulation requires employers to provide employees with water, shade, and rest.
It also requires employers to train employees and maintain a written heat illness prevention plan.
Water: Provide employees with water that is fresh, pure, suitable cool, and free of charge. This water should be located as close to employees as practicable. Encourage employees to drink water frequently – we may need up to two gallons per day.
Shade: Provide shade when temperatures exceed 80 degrees. There should be room for all employees.
Rest: Encourage employees to take cool-down rests as needed. They should rest for at least five minutes to protect themselves from overheating.
Even if you’ve lived in the Central Valley all your life, it takes our bodies time to adjust to working in high-heat conditions. During this period of acclimatization, employees must be closely observed for any signs of heat illness.
If your employees work indoors, you likely still have a responsibility to address high-heat conditions. While Cal/OSHA’s indoor heat illness prevention standard has not yet been approved, 8 CCR § 3203 – the same regulation that requires employers to maintain an Injury and Illness Prevention Program – also requires employers to assess and address workplace hazards. Cal/OSHA has already fined employers, under this regulation, for failing to address indoor heat.
We may even see an increase of this kind of enforcement, given federal OSHA’s National Emphasis Program from 2022 related to outdoor and indoor heat. In a news release from this week, Cal/OSHA Chief Jeff Killip said, “Our team is out in full force, conducting targeted high heat inspections with a focus on construction, agriculture, landscaping, and warehouse industries to ensure employers are complying with the law.”
It’s critical to think carefully about how you can protect your employees from heat illness. Contact Sierra HR Partners for help with your Heat Illness Prevention Program and heat illness prevention training.
07.17.23
🌟✨🏠 From Our House to Yours: Supporting Ronald McDonald House Charities! 🌟✨🏠
Uncategorized
We are absolutely thrilled to announce that Sierra HR Partners is joining hands with the incredible Ronald McDonald House Charities of the Central Valley (RMHCCV) in their extraordinary “From Our House to Yours” telethon!
At Sierra HR Partners, we firmly believe in the power of community and supporting those who need it most. That’s why we are incredibly proud to champion the inspiring mission of RMHCCV, which is to provide a loving and nurturing home away from home for the families of hospitalized children.
As parents, we understand the emotional and logistical challenges that arise when a child requires hospitalization. The Ronald McDonald House Charities of the Central Valley is a true beacon of hope, offering a sanctuary where families can find comfort, support, and essential resources during these difficult times.
Through our collaboration with RMHCCV, we aim to contribute to the incredible work they do, ensuring that families facing medical crises can focus on what truly matters: being together, supporting one another, and helping their children heal.
We invite all of you to join us in this remarkable endeavor! Your support can make a world of difference. Whether it’s spreading the word, donating, or volunteering your time, every act of kindness goes a long way in brightening the lives of these families and providing them with the care they need.
Let’s come together as a community and rally behind Ronald McDonald House Charities of the Central Valley. Together, we can create a lasting impact, bringing love, comfort, and a sense of home to those who need it most.
For more information about RMHCCV and how you can get involved, please visit their website at https://rmhccv.org/. Together, we can make a difference!
05.03.23
Supporting Employee Mental Health: A Top Priority!
Uncategorized
📢 Supporting Employee Mental Health: A Top Priority! 🌟
May is Mental Health Awareness Month
At Sierra HR Partners, we understand the significance of mental health and its impact on our overall happiness and productivity.We believe that employees’ well-being is a cornerstone of a businesses success.
As we strive for excellence, it is crucial to foster an environment that promotes positive mental health. Here’s how we can make a difference together:
1) Encourage open communication: Create a culture where employees feel comfortable discussing their mental health concerns without fear of judgment. Encourage regular check-ins, provide anonymous feedback channels, and promote open dialogue about mental well-being.
2) Establish work-life balance: Promote a healthy work-life balance by encouraging employees to take breaks, use their vacation time, and avoid excessive overtime. Set realistic expectations and prioritize the well-being of your team members.
3) Provide mental health resources: Offer access to mental health resources such as employee assistance programs, counseling services, or mental health workshops. Provide information about local resources and helplines that employees can utilize when needed.
4) Promote self-care practices: Encourage employees to prioritize self-care by providing opportunities for physical exercise, mindfulness sessions, or relaxation techniques. Consider implementing wellness programs that focus on nutrition, exercise, and stress management.
5) Foster a supportive work environment: Encourage teamwork, collaboration, and empathy among employees. Create a sense of belonging by celebrating achievements, recognizing individual strengths, and providing support during challenging times.
6) Train managers and leaders: Provide training to managers and leaders to help them recognize signs of mental distress, offer support, and refer employees to appropriate resources. Equip them with the skills to foster a mentally healthy work environment.
7) Consider implementing flexible work options: This allows employees to manage personal responsibilities and reduces stress related to work-life conflicts.
Remember, promoting mental health in the workplace is an ongoing effort. By implementing these strategies, you can create a supportive culture that values and prioritizes the well-being of all employees!
04.26.23
Employee Engagement
Announcements
Register online: https://tinyurl.com/533zkxzb
03.09.23
COVID-19 Update: Revised Exclusion Timeline and Mask Guidance
COVID-19
On March 3, the California Department of Public Health (CDPH) announced new COVID-19 guidelines that will go into effect on Monday, March 13, 2023. These new guidelines will replace current guidelines.
Sierra HR Partners has developed an updated document summarizing the new information below. Please e-mail us to request a PDF copy.
A New Exclusion Approach
If an employee reports testing positive for COVID-19, they must be directed to stay home. Under the previous guidance, they could return to work five days after the start of their symptoms if they tested negative at that point. Without a negative test, they’d be excluded from work until after Day 10. Under the new guidance, individuals may return after Day 5 simply if they feel well. Like before, it’s still critical that symptoms have improved and that the employee has been fever-free for at least 24 hours, but a negative test will no longer be required.
Mask Guidance
Under previous guidance, those who returned to work after 5 days were still required to wear a mask through Day 10. Under new guidance, those who return after 5 days may remove their masks sooner, if two sequential negative tests are taken at least a day apart. The employee may stop wearing a mask after Day 10 without a negative test.
COVID Exposure
The CDPH recommendations for people with symptoms or who were exposed to a COVID-19 case are unchanged. If you have COVID-19 symptoms, the CDPH recommends that you isolate and test as soon as possible. If you are exposed to someone with COVID-19, you do not need to isolate, but the CDPH recommends that you test 3-5 days after exposure and wear a mask for 10 days after exposure.
These changes to our COIVD response are in addition to other recent changes, including to the definition of “close contact” and the removal of “exclusion pay” related to workplace COVID exposures. You can read about those changes in our COVID-19 Update Headliner from early February.
What About Healthcare?
The guidelines discussed above are for non-healthcare settings. The CDPH continues to maintain separate guidance for healthcare facilities.
That said, the end of the state of emergency in California on February 28 has allowed guidance for healthcare and other high-risk settings to change. Under this new guidance, effective April 3, masks are no longer required in healthcare and high-risk settings. The CDPH adds, “Health care facilities and other high-risk setting operators should develop and implement their own facility-specific plans based on their community, patient population, and other facility considerations incorporating CDPH and CDC recommendations” (emphasis added). Additionally, effective April 3, vaccines are no longer required for healthcare workers.
